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Executive Compensation Manager Jobs in Ohio (NOW HIRING)

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Compensation Manager

Cincinnati, OH · On-site

The Manager will oversee compensation strategy across base pay, short-term incentives, and ... This leader will partner closely with HR, Recruiting, Finance, and executive leadership to ensure ...

Northwest

Sr. Compensation Analyst

Independence, OH · On-site

$81K - $105K/yr

This position partners closely with HR Partners, Northwest executives and managers, Legal, Finance ... Administer equity compensation programs, including RSUs, PSUs, RSAs, and stock options * Oversee ...

Northwest

Sr. Compensation Analyst

Columbus, OH · On-site

$80K - $104K/yr

This position partners closely with HR Partners, Northwest executives and managers, Legal, Finance ... Administer equity compensation programs, including RSUs, PSUs, RSAs, and stock options * Oversee ...

Northwest Bank

Sr. Compensation Analyst

Columbus, OH · On-site

$80K - $104K/yr

This position partners closely with HR Partners, Northwest executives and managers, Legal, Finance ... Administer equity compensation programs, including RSUs, PSUs, RSAs, and stock options * Oversee ...

Northwest-Bank

Sr. Compensation Analyst

Columbus, OH · On-site

$90 - $130/hr

This position partners closely with HR Partners, Northwest executives and managers, Legal, Finance ... Essential FunctionsAdminister equity compensation programs, including RSUs, PSUs, RSAs, and stock ...

Premier Health

MGR- PROVIDER COMPENSATION

Dayton, OH · On-site

Position Summary The Provider Compensation Manager leads the development, administration, and ... and executive leaders. * In depth knowledge of provider compensation principles, market ...

Premier Health

MGR- PROVIDER COMPENSATION

Dayton, OH · On-site

Position Summary The Provider Compensation Manager leads the development, administration, and ... and executive leaders. * In depth knowledge of provider compensation principles, market ...

Hunt

$70.23 - $93.64/hr

... Skill management, Performance Management etc. Wir helfen unseren Kunden, ihre Antwort auf die ... Was erwartet Dich?Rewards - Executive Compensation & Board Advisory * Entwickeln von ...

Trew LLC

Total Rewards Manager

West Chester, OH · On-site

$75K - $101K/yr

Executive Compensation: Support the CFO and VP of HR with executive compensation benchmarking ... Manage global benefits-related risk, including fiduciary responsibilities, data privacy (GDPR ...

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Executive Compensation Manager information

See Ohio salary details

$24.2K

$57K

$76.1K

How much do executive compensation manager jobs pay per year?

As of Aug 26, 2026, the average yearly pay for executive compensation manager in Ohio is $56,970.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,900.00 and $62,700.00 per year, depending on experience, location, and employer.

What does an executive compensation manager do?

An Executive Compensation Manager is responsible for designing, implementing, and managing compensation programs for a company's top executives. This includes developing salary structures, incentive plans, bonuses, stock options, and other benefits to attract and retain key leadership talent. They also ensure that compensation packages are competitive within the industry and comply with legal regulations. In addition, they often work closely with senior management and the board of directors to align compensation strategies with the company's overall goals.

What are the key skills and qualifications needed to thrive as an executive compensation manager?

To thrive as an Executive Compensation Manager, you need in-depth knowledge of compensation structures, executive pay regulations, and data analysis, usually supported by a bachelor's degree in human resources, finance, or a related field. Familiarity with HR information systems (HRIS), market benchmarking tools, and certifications like Certified Compensation Professional (CCP) are highly valued. Strong analytical thinking, attention to detail, and excellent communication skills set outstanding professionals apart in this role. These skills are essential to ensure competitive and compliant executive pay practices that attract and retain top leadership talent while aligning with organizational goals.

What are some common challenges executive compensation managers face when designing competitive compensation packages?

Executive Compensation Managers often navigate complex regulatory requirements, stakeholder expectations, and market trends when designing competitive packages. Balancing the need to attract and retain top talent while ensuring alignment with company goals and shareholder interests can be challenging. Additionally, they work closely with legal, finance, and HR teams to ensure compliance and transparency, and must stay updated on evolving compensation practices in their industry.

What is the difference between Executive Compensation Manager vs Compensation Analyst?

AspectExecutive Compensation ManagerCompensation Analyst
CredentialsBachelor's degree, often advanced certifications (e.g., CCP)Bachelor's degree, sometimes certifications like CCP or SHRM-CP
Work EnvironmentStrategic, executive-level focus, often in HR or compensation departmentsData analysis, market research, supporting compensation strategies
Employer & Industry UsageLarge corporations, finance, consulting firmsVaried industries, including corporate, healthcare, and non-profits
Search & Comparison IntentUnderstanding executive pay structures, designing compensation packagesAnalyzing salary data, supporting compensation programs

The Executive Compensation Manager primarily focuses on designing and managing executive pay packages, requiring strategic thinking and specialized certifications. In contrast, Compensation Analysts handle data analysis and market research to support overall compensation strategies. Both roles are essential in HR departments but differ in scope and seniority.

Executive Compensation Manager jobs near you
Infographic showing various Executive Compensation Manager job openings in Ohio as of August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 19% Part Time, and 6% Contract. Highlights an 79% Physical, 2% Hybrid, and 19% Remote job distribution, with an average salary of $56,970 per year, or $27.4 per hour.

Executive Compensation Specialist

Copeland

Dayton, OH

Full-time

Medical, Dental, Vision, Retirement

Re-posted 13 days ago

Copeland rating

8.1

Company rating: 8.1 out of 10

Based on 40 frontline employees who took The Breakroom Quiz

153rd of 495 rated machine equipment manufacturers

Job description

About Us

We are a global climate technologies company engineered for sustainability. We create sustainable and efficient residential, commercial and industrial spaces through HVACR technologies. We protect temperature-sensitive goods throughout the cold chain. And we bring comfort to people globally. Best-in-class engineering, design and manufacturing combined with category-leading brands in compression, controls, software and monitoring solutions result in next-generation climate technology that is built for the needs of the world ahead.

Whether you are a professional looking for a career change, an undergraduate student exploring your first opportunity, or recent graduate with an advanced degree, we have opportunities that will allow you to innovate, be challenged and make an impact. Join our team and start your journey today!

Executive Compensation Specialist

If you are a COMPENSATION professional looking for an opportunity to grow, Copeland has an exciting opportunity for you! As an Executive Compensation Specialist, you will play a high-impact role in shaping and optimizing our organization's total rewards programs. You'll support executive compensation, including annual and long-term incentive design and administration, as well as the creation of high-quality materials for the Compensation Committee. Reporting directly to theDirector of Global Compensation, you will collaborate with cross-functional stakeholders, and drive initiatives that attract, retain, and motivate top talent.

As the Executive Compensation Specialist, YOU WILL:

  • Support the development, evolution, and governance of executive compensation programs
  • Conduct regular market research to stay informed about industry trends, best practices, and emerging compensation strategies
  • Manage the administration of the annual incentive program and multiple equity programs
  • Benchmark our compensation programs against industry peers and provide insights as appropriate
  • Support the creation of high-quality, decision-ready materials for senior leadership and the Compensation Committee
  • Lead the development of clear, compelling communication strategies and materials for executive compensation programs
  • Support compliance with SEC regulations, IRS rules (e.g., 409A, 162(m)), and other relevant governance requirements
  • Establish and uphold robust documentation processes and audit trails for executive compensation decisions
  • Contribute to the preparation of public disclosures, when relevant

WHO YOU ARE:

You evaluate the pros, cons, risks, and benefits of different solution options, carefully considering relevant factors and applying sound decision-making principles. You continuously seek opportunities to improve processes - from incremental enhancements to full-scale reengineering. You leverage relationships to exchange ideas, resources, and know-how. You effectively communicate across settings: one-on-one, small, and large groups, or among diverse styles and position levels.

LOCATION:

Ideally, this role will be based in St. Louis. However, the role can be hybrid/flexible with candidates willing to travel on a regular basis to St. Louis and/or other company locations.

REQUIRED EDUCATION, EXPERIENCE, & SKILLS:

  • Prior experience with executive compensation in a publicly traded company or in reward consulting
  • Hands-on experience with equity programs
  • Strong analytical and modeling skills, with the ability to interpret market data and apply sound judgment in assessing tradeoffs
  • Excellent communication and negotiation abilities
  • Exceptional attention to detail with strong documentation discipline
  • Ability to produce quality results in a highly matrixed, fast-paced environment
  • Maintains composure and efficiency in stressful situations
  • Authorized to work in the United States without sponsorship now and in the future - sponsorship will not be provided for this role.

PREFERRED EDUCATION, EXPERIENCE, & SKILLS:

  • Five (5) years of progressive Compensation experience
  • Prior experience in a large global company and/or in reward consulting
  • Prior experience in a private-equity portfolio company
  • Prior experience supporting M&A and/or taking a company through an IPO
  • Experience with Workday HCM
  • Bachelor's degreein Human Resources, Business Administration, Finance, or a related field (Master's degree preferred)
  • Certified Compensation Professional (CCP) designation is a plus

Our Commitment to Our People

Across the globe, we are united by a singular Purpose: Sustainability is no small ambition. That's why everything we do is geared toward a sustainable future-for our generation and all those to come. Through groundbreaking innovations, HVACR technology and cold chain solutions, we are reducing carbon emissions and improving energy efficiency in spaces of all sizes, from residential to commercial to industrial.

Our employees are our greatest strength. We believe that our culture of passion, openness, and collaboration empowers us to work toward the same goal - to make the world a better place. We invest in the end-to-end development of our people, beginning at onboarding and through senior leadership, so they can thrive personally and professionally.

Flexible and competitive benefits plans offer the right options to meet your individual/family needs: medical insurance plans, dental and vision coverage, 401(k) and more. We provide employees with flexible time off plans, including paid parental leave, vacation and holiday leave.

Together, we have the opportunity - and the power - to continue to revolutionize the technology behind air conditioning, heating and refrigeration, and cultivate a better future. Learn more about us and how you can join our team!

Our Commitment to Inclusion & Belonging

At Copeland, we cultivate a strong sense of inclusion and belonging where individuals of all backgrounds, and with diverse perspectives, are embraced and treated fairly to enable a stronger workforce. Our employee resource groups play an important role in culture and community building at Copeland.

Work Authorization

Copeland will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1 with OPT or CPT, H-1, H-2, L-1, B, J or TN, or who need sponsorship for work authorization now or in the future, are not eligible for hire.

Equal Opportunity Employer

Copeland is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, age, marital status, political affiliation, sexual orientation, gender identity, genetic information, disability or protected veteran status. We are committed to providing a workplace free of any discrimination or harassment.

If you have a disability and are having difficulty accessing or using this website to apply for a position, please contact: copeland.careers@copeland.com

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